ASPECTS REGARDING e-LEARNING IN CORPORATE TRAINING PROGRAMS
ASPECTS REGARDING e-LEARNING IN CORPORATE TRAINING PROGRAMS

Summary/Abstract: e-Learning is less expensive than traditional classroom instruction and the low costs of webbased learning programs seem to be very convenient for most corporations, as they are constantly looking for most cost-effective ways to deliver training to the employs. In addition to these economic benefits, other advantages such as simplicity, flexibility, instant delivery, the remarkable variety of available content, have made e-Learning a high priority for many corporations. Reports regarding eLearning in terms of success implementations and cost savings are encouraging; however, few studies examining the efficiency of e-Learning were conducted. In this study we will try to examine the particular features and the effectiveness of e-Learning, inspired by Kirkpatrick's model, a classic and a still widely used method for evaluating the training of the employees. According to Kirkpatrick (1979), any training can be evaluated at four progressive levels. Level I: Reaction measures perceptions, emotions and subjective assessments of the learning experience. Level II: Learning is a measure of the acquired knowledge, in terms of attitudes and skills developed by the training. Level III: Transfer is a measure of changes in their behaviour when they return to the current job after the training program. Level IV: Results quantifies the improved performance of the participants and measures the organizational business impact (productivity growth, optimal use of resources, increased quality, etc.). With companies increasing their emphasis on e-Learning, a systematic research is required to confirm that e learning programs are actually produce effective results and that the learners are acquiring and using the skills that are being delivered in an online environment.

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